{"id":5655,"date":"2014-10-30T09:05:34","date_gmt":"2014-10-30T16:05:34","guid":{"rendered":"http:\/\/recruitloop.wpengine.com\/?p=5655"},"modified":"2023-05-15T10:34:42","modified_gmt":"2023-05-15T17:34:42","slug":"are-recruiters-luddites-when-it-comes-to-technology","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/are-recruiters-luddites-when-it-comes-to-technology\/","title":{"rendered":"Are Recruiters \u2018Luddites\u2019 When It Comes To Technology?"},"content":{"rendered":"

I have a confession to make: I only joined Facebook about 2 years ago (having resisted for many<\/em> years).<\/p>\n

A few days after I joined, a friend of mine posted the following comment:<\/p>\n

\u201cThere are only two people who can genuinely say they weren\u2019t on Facebook until they became a founder of a startup. Paul Slezak and Mark Zuckerberg<\/em>\u201d.<\/p>\n

I thought it was pretty funny.<\/p>\n

Another friend \u201cliked\u201d that comment but then added:<\/p>\n

\u201cAre you really surprised it took him so long? Remember he\u2019s a recruiter!<\/em>\u201d<\/p>\n

Ouch.<\/p>\n

Now I know that in our team today, I often feel like a \u2018laggard\u2019 and eyes still roll when, from time to time, I demonstrate my lack of technological \u2018genius\u2019. But I know I\u2019m respected when it comes to my recruitment career that spans two decades.<\/p>\n

When I first got into the recruiting game, we had no Internet. Apart from an archaic \u2018database\u2019 where a green cursor flickered against a black screen, recruitment software didn\u2019t really exist. And never in my wildest dreams would I have believed that 20 years later I would become a cofounder of a tech startup disrupting the recruitment industry.<\/p>\n

I have many\u00a0great memories of those early days<\/a>\u00a0and I know I wouldn\u2019t be where I am today without having had to learn it all the hard way … without having technology at my finger tips.<\/p>\n

I watched in awe as technology developed allowing candidate r\u00e9sum\u00e9s to \u2018parse\u2019 (a word I had to learn at the time!) directly into an applicant tracking system; I saw the first online job boards shake things up; I learned about \u2018Boolean searching\u2019; and of course I witnessed the major turning point for the industry \u2013 the creation of LinkedIn.<\/p>\n

A few weeks ago RecruitLoop exhibited at HR Tech in Las Vegas<\/a>\u00a0and I have to admit that I was completely blown away by the plethora of technology now available to the HR and recruitment sectors.\u00a0It\u2019s absolutely incredible how much the industry has changed in the last 20 years.<\/p>\n

So when I recently glanced over a\u00a0<\/span>study\u00a0published by Software Advice (an\u00a0<\/span>online reviewer\u00a0of recruiting technology) referring to recruiters and HR professionals as \u201c<\/span>luddites and laggards when it comes to using technology for recruiting<\/i>\u201d, I sat up and thought, \u201c<\/span>hang on \u2026 I better have a closer read of this<\/i>\u201d.<\/span><\/p>\n

Whilst it may have taken me nearly 10 years to join Facebook, I don\u2019t believe I could ever be accused of not embracing advancements in recruitment software and technology. After all, I\u2019m part of a team creating<\/em>\u00a0an online platform for independent recruiters to use.<\/p>\n

But enough about me \u2026 Here\u2019s the big question posed in the Software Advice report:<\/p>\n

Are recruiters in fact as technologically disinclined as some claim?<\/strong><\/p>\n

I\u2019ll let you be the judge of that. But here are three of the key findings from the poll that I found particularly relevant.<\/p>\n

1.\u00a091% of recruiters use recruiting technology<\/strong><\/h3>\n

I have always been a firm believer that technology alone will never place people in jobs. People will always place people; but those of us embracing technology might just do it better.<\/p>\n

The chart below shows that of the 91% of recruiters surveyed using some form of recruiting technology or software, 89% noted that recruiting software\/technology was either \u201cextremely\u201d or \u201cvery important\u201d to them performing their jobs well.<\/p>\n

\"Importance<\/a>I seriously have no idea how a recruiter today could possibly operate successfully without (for example) having access to an aggregator to post ads on to multiple job boards; broadcasting temp assignments out to their talent database via their smartphones; shortlisting candidates via video interview; or automating the reference checking process.<\/p>\n

How does the mystery 9% of recruiters surveyed actually not<\/em> use technology? I’d really love to know!<\/p>\n

2.\u00a0Most say the benefits of recruiting technology outweigh the costs<\/strong><\/h3>\n

Even if recruiters do need to pay for the software or technology they use, the expense seems to be worth it.<\/p>\n

When Software Advice asked recruiters who do use technology about their perceived return on investment, 93% felt that their recruiting software and technology was either \u201cextremely\u201d or \u201cvery beneficial\u201d compared to the costs.<\/p>\n

Look at this chart.<\/p>\n

\"Benefit<\/a>I am certainly not saying you need to embrace every<\/em> possible piece of recruiting technology.<\/p>\n

For example there is software available that helps create content for job ads. I personally wouldn\u2019t invest in that since not only do I enjoy writing job ads, but I do it pretty quickly and I know I can write a job ad better than any algorithm.<\/p>\n

But knowing how much time I could save shortlisting candidates by investing in video interview software<\/a> \u2026 well for me that\u2019s a no brainer.<\/p>\n

3.\u00a0Recruiters believe technology is fairly easy to learn<\/strong><\/h3>\n

I have to be careful what I say here, since for pretty much my entire career, I have always been involved (at least in some way) in training recruiters in any new software or technology we were implementing across the 2 businesses I worked in before RecruitLoop.<\/p>\n

I believe that given the right training (or even just the ability to access a \u2018power user\u2019), then any new technology should be easy to understand and implement.<\/p>\n

As you can see from the chart below 95% of recruiters surveyed either \u201cstrongly\u201d or \u201csomewhat\u201d agreed that it was easy for them and\/or their team to learn how to use their recruiting software\/technology.<\/p>\n

\"Techology<\/a>There are some really interesting stats in the Software Advice report. But as a recruitment industry veteran (yes \u2026 that\u2019s how I am often referred to these days!), I am so glad the findings revealed that recruiters and HR professionals could well have been inappropriately<\/em> labelled \u201cluddites<\/em>\u201d when it comes to recruiting technology.<\/p>\n","protected":false},"excerpt":{"rendered":"

Are recruiters as technologically disinclined as some claim? Why don\u2019t you be the judge of that? But in the meantime here are three interesting findings from a recent poll conducted by the team at Software Advice.<\/p>\n","protected":false},"author":3,"featured_media":8945,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[74],"tags":[],"yoast_head":"\nAre Recruiters \u2018Luddites\u2019 When It Comes To Technology?<\/title>\n<meta name=\"description\" content=\"Are recruiters as technologically disinclined as some claim? 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